to award or offer contracts to them for reasons that they hire either trade union members or non-trade union members. Also, it removes the immunity from those who pressurise employers to act in this way or who organise industrial action to inhibit non-trade union companies from honouring their contracts. Immunity from civil action for trade unions was brought into line with individual trade union officials, therefore making trade unions open to damages, depending on the size of the trade union, between £10,000 and £250,000 where they are responsible for unlawful industrial action. Lawful trade disputes were restricted to those disputes between employers and their workers concerning working conditions, wages, etc. This new definition, therefore, excludes disputes between an employer and a trade union where (i) none of the workers are in a dispute, (ii) disputes between trade unions and workers, (iii) and disputes connected only to working conditions, wages, etc. and not about them either mainly or wholly. This definition also does not include disputes on foreign matters unless the jobs of the workers striking in Great Britain are likely to be affected by the outcome of the dispute. Immunity is removed from secondary action when taken by workers of one company to pressurise another company where there is no dispute between their workers and employers. Empowered employers to fire striking workers and not face unfair dismissal claims if all workers involved in the strike at a particular workplace on a particular day are sacked. This allows employers to selectively fire striking workers, like those who continue to strike whilst other workers have returned to work. Firms with more than 250 workers were required to include a statement in their annual report documenting the action they have pursued to develop arrangements for involving and consulting their workers. This clause came into effect on 1 January 1983. Sections of the Trade Union and Labour Relations Act 1974 which the courts had interpreted as giving immunity to those who "sit-in" or "occupy" their workplaces were repealed. Response A Trades Union Congress Special Conference was held on 5 April 1982, where trade union leaders voted to support an eight-point plan to oppose the Act. A campaign pack entitled Fight Tebbit's Law was issued, and a travelling exhibition toured trade union conferences. The TUC encouraged trade unions to refuse to vote in closed shop ballots; to refuse public money for ballots under the Employment